Podcasts about Talent management

Welcome to Work in Progress with Chris and Keyanna, your weekly workplace news hit, but with less corporate waffle, more real talk, and the occasional “wait… are we allowed to say that?” moment.All in under 10 minutes.No jargon. No doom-mongering. No pretending everything is fine when clearly… it is not.

In this episode of the HR Leaders Podcast, I had an inspiring conversation with Kelly Costanza, Chief People Officer at CAVA, to unpack how one of the fastest-growing restaurant brands is turning culture, hospitality, and frontline careers into a real business advantage.Kelly shares why culture cannot just be a word on a wall. At CAVA, culture is operationalized through values, competencies, recognition, career pathways, frontline listening, stock grants, mental health benefits, and leadership rituals that make the employee experience feel just as intentional as the guest experience.Most importantly, Kelly explains how CAVA is building a place where people can have a career, not just a job, from hourly team members growing into general managers, to leaders staying connected to the restaurants through shoulder-to-shoulder service, town halls, and practical feedback from the frontline.

In this episode of the HR Leaders Podcast, we sit down with Anju Choudhary, Chief People Officer at Xoxoday, to unpack why burnout is not just a wellbeing problem, but a work design and change design problem.Anju explains why organizations often treat burnout as an individual resilience issue, when the real problem is often the way teams are overloaded with unclear priorities, constant change, weak manager support, and poor recognition systems. She shares why leaders need to stop rewarding unsustainable hustle and start designing cultures where people can perform, grow, and recover without burning out.Most importantly, Anju breaks down the practical ways HR leaders can reduce burnout, build trust, and create healthier performance cultures, from clearer feedback and better change management, to manager enablement, recognition, AI coaching, team playbooks, and reward strategies that actually connect to the lived employee experience.

In this episode of the HR Leaders Podcast, we sit down with Allwyn Dsilva, VP HR & Global Head of L&D, Future of Work & Business HR at Tata Communications, to unpack why the future of learning must be built around business outcomes, skills, internal mobility, and AI-enabled career growth.Allwyn shares how Tata Communications moved beyond disconnected learning platforms and traditional course libraries to build a more connected ecosystem, linking skills, career aspirations, hiring, learning, coaching conversations, and AI-powered recommendations into one joined-up employee experience.Most importantly, he explains why learning teams must stop leading with the beauty of their programs and start proving behavior change, business impact, and real outcomes. From AI literacy and dark network operations to internal hiring, AI interview practice, and skills-based career pathways, this episode shows what it looks like when L&D becomes a true business engine.

In this episode of the HR Leaders Podcast, we sit down with Khadija Ben Hammada, Member of the Executive Board and Chief People Officer at Merck Group, to unpack how HR can lead through AI transformation without losing the human heart of the organization.Khadija shares why leaders cannot run global organizations from an ivory tower, and why being close to employees on the ground creates the trust, safety, and pride people need to speak up. She explains how field visits, human connection, and a strong sense of global community help Merck stay united across regions, even as the world outside becomes more fragmented.Most importantly, she breaks down how Merck is building AI capability across the business, from AI literacy for everyone, to leader upskilling, internal AI tools, hackathons, flagship use cases, and HR agents that can improve employee experience at scale. Through it all, Khadija is clear: AI should take tasks, not humanity, and HR must stay at the intersection of business, technology, and empathy.

The following article of the Entrepreneurs industry is: 'From Talent Management to Strategy in Mexico's Creator Economy' by Cynthia Aspra, Director, Webedia Creators Mexico. 

In this episode of our On The Road series, we sit down with Amy Coleman, Executive Vice President, Chief People Officer at Microsoft, to explore how leaders can scale AI transformation without losing the human connection at the center of work.Amy reflects on stepping into the Chief People Officer role at Microsoft, the humility of becoming a beginner again, and why leaders do not need to pretend they have all the answers in moments of uncertainty. What matters is being honest, learning fast, and bringing people with you.Her message is clear: AI and humans cannot be separated. As work changes, HR leaders have to help people understand what is shifting, what still matters, and how AI can unlock more creativity, curiosity, innovation, and human potential.

We'd love to hear from you. Send us fan mail!Role clarity is the most underleveraged driver of leadership performance, and most organizations aren't building it. In this episode of Shedding the Corporate Bitch, executive coach Bernadette Boas sits down with Jackson Lynch, founder of Talent Sherpa, to examine why talented people consistently underperform when the architecture around them is broken. Drawing on W. Edwards Deming's research that 94% of performance problems are systemic, not personal, Jackson makes a compelling case that organizations have been investing in the wrong place.The conversation moves from theory to practice quickly. Jackson breaks down what role architecture actually means: defining five to seven outcomes for any role so that everyone in the system, the incumbent, their manager, their peers upstream and downstream, knows exactly what winning looks like. Without that, accountability becomes blame, engagement flatlines, and even your highest-potential leaders are flying blind.For HR leaders, this episode reframes the function itself. Jackson challenges the compliance-first model that most human capital teams operate within and argues that the real job is to identify talent constraints before the strategy is executed, not after things go sideways. What You Will LearnWhy 94% of performance problems are architectural, not personal, and what that means for how you develop leadersHow to define the 5–7 outcomes that tell any role what winning looks likeWhy decision rights must be directly tied to accountability and what breaks when they aren'tThe difference between accountability (backward blame) and reliability (forward ownership) — and which one actually produces resultsHow to use a talent portfolio optimization model to put the right people in the highest-impact rolesWhy HR's shift from compliance partner to business constraint solver changes organizational performanceHow auditing your calendar reveals whether you are leading strategically or managing noiseEpisode Chapters [00:00 — Welcome & Why Leadership Architecture Matters More Than Talent02:00 — The Biggest Leadership Misconception: It's the System, Not the Person03:00 — What Role Architecture Actually Means — Outcomes, Decision Rights & Boundary Conditions05:00 — Role Clarity in Practice: Defining What Winning Looks Like07:00 — Reframing Accountability as Reliability — and Why It Changes Everything08:00 — The AI Fog Problem: Why Automating Unclear Roles Scales the Problem10:00 — The Real Cost of Not Defining Outcomes: Opportunity Loss13:00 — How to Drive Accountability Without Blame16:00 — Why Leaders Stay Stuck in Tasks: Dopamine, Busyness & the Arsonist Problem18:00 — The Talent Portfolio Optimization Model vs. Traditional Succession Planning21:00 — How to Sequence Talent Decisions for Maximum Business Impact23:00 — How HR and Business Leaders Should Partner on Talent Strategy29:00 — Moving Your Team From Busy to Impactful32:00 — Nobody Gets Overwhelmed Knowing What Winning Looks Like33:00 — Audit Your Calendar: The One Move That Changes Everything35:00 — Where to Find Jackson Lynch & Talent SherpaAbout the Guest Jackson Lynch is the founder of Talent Sherpa, where he works with CEOs and executive teams to build the role clarity, decision rights, and outcome-defined accountability structures that drive business performance. With 25 years in human capital — from the factory floor to senior leadership in public companies — Jackson brings an operator's perspective to the systemic gaps that most leadership development programs never address. He also publishes a weekly Substack followed by more than 6,000 human capital practitioners. Learn more at mytalentsherpa.com and connect with Jackson on LinkedIn at linkedin.com/in/jxnlynch.Related EpisodesYour Calendar is Lying: HERE  — how you need to become an attention manager vs. time managerYour Company is Not a Machine with Norman Wolfe PART 1 HERE — how leaders need to shift from managing tasks to leading the heart of the company; your people.How to Stop Managing the Machine with Norman Wolfe PART 2 HERE — the four concrete leadership skills that make the framework operational, and more importantly, why most leaders are missing all of themSubscribe If this conversation gave you something you can use, subscribe to Shedding the Corporate B!tch on YouTube, Apple Podcasts, or Access all of the full episode on Ball of Fire Coaching. Each episode is built for executives, HR leaders, and corporate professionals who want direct, no-nonsense insight on what it actually takes to lead at the highest levels. New episodes every week at ballofirecoaching.com/podcast.Support the show

In this episode of our On The Road series, we sit down with Laura Mattimore and Lucia Suarez from Procter & Gamble to explore how one of the world's most iconic companies is redesigning talent for the AI era.Laura leads global talent across P&G's enterprise talent systems, including hiring, learning, leadership development, workforce planning, and talent strategy. Lucia leads talent development, talent management, analytics, insights, employee experience, and transformation within that broader talent agenda.Their message is clear: AI is not just a technology shift. It is a work, culture, skills, and employee experience shift. For P&G, the opportunity is not to replace the human, but to build around human plus AI, with HR playing a central role in redesigning how work gets done.

On this exciting episode of Entertainment Hub, Ife, SnrBroa, and Dinma — the Gen Z voices on radio — are joined in the studio by Mr Mautin, the award-winning talent manager and CEO of Guguru Media.Known as the man behind several top talents, Mautin Tairu (Mr M) opens up about the realities of talent management — from discovering and building creatives to navigating branding, industry pressure, contracts, growth, and sustainability in entertainment.The conversation dives into where the industry is heading, the gaps that still exist, and what it truly takes to manage talent successfully in today's fast-moving media space. Packed with insider knowledge, humour, and authentic stories from behind the scenes, the episode blends education with entertainment effortlessly.Insightful, energetic, and genuinely fun, this was a standout conversation on the business powering the stars people see every day.

In this episode, Carole Bennett, Vice President of Talent Management and Development at Sutter Health, joins the podcast to discuss using multiple learning modalities to improve accessibility and professional development across the workforce. She shares the benefits of programs like LinkedIn Learning and how Sutter Health is expanding executive development to support future healthcare leaders.

Many of our clients are playing with Claude, building things, and telling us about their amazing new innovations. But there's a strange misconception out there – the idea that you can just “buy an Agent” and turn it on immediately. AI doesn't quite work this way. These systems “become you” – which means you have to train, maintain, tune, and continuously monitor them. Here's the story for a quick listen. Here is a brief background on “managing and maintaining” AI agents. And remember, this is the power of AI – you want it to “learn” about your company!  But like a junior staff member, you have to coach and train it. Additional Information Introducing HR 2030: A Vision For Agentic Human Resources Agentic HR: Where Enterprise AI Is Going – Imperatives  Why AI Is A Massive Job-Creation Technology, Despite What You Think The Age of the Superworker (and Supermanager) Get Galileo: The AI Superagent for HR Chapters (00:00:00) - The Real Story of AI in Talent Management(00:07:27) - Onboarding the AI Learning Curve

In this episode of our On The Road series, we sit down with Kalifa Oliver, Ph.D. Senior Director of Technology - People Analytics at Lowe's Companies, Inc. to explore why HR needs to stop chasing AI tools and start solving the right business problems.Kalifa now sits in technology, not HR, leading teams across engineering, product, analytics, and people data. That gives her a very different view of what HR transformation actually requires.Her message is clear: AI is not magic. It will only be useful if HR asks better questions, understands the problem it is trying to solve, and stops adding technology on top of broken or unnecessary work.

In this episode of our On The Road series, we sit down with KeyAnna Schmiedl, Chief Human Experience Officer at Workhuman, to explore how organizations can identify future leaders before they are already in the obvious succession pipeline.KeyAnna shares how Workhuman's Future Leaders technology is helping companies spot the people giving off strong leadership signals across the business, including those who may not be visible through traditional talent reviews, manager nominations, or proximity to senior leaders.Her message is clear: the best future leaders are not always the most obvious names in the room. If HR can use better signals to see talent earlier, organizations can retain, develop, and invest in people before they walk out the door.

In this episode of our On The Road series, we sit down with Jennifer Reimert, SVP, Consulting Practice at Workhuman, to explore how organizations can make recognition reach the people who are often hardest to reach: frontline and deskless workers.Jennifer spent 20 years as an HR practitioner and total rewards leader before joining Workhuman. She was also a Workhuman customer back when the company was Globoforce, using recognition to help bring two merged companies together when culture, identity, and belonging were under real pressure.Her message is clear: recognition cannot only work for people at a desk. If most of the work that defines your culture happens on the floor, in the field, in hospitals, in plants, in stores, or across customer sites, then recognition has to meet people where they actually work.

In this episode of our On The Road series, we sit down with Ken Wechsler, SPHR, CCP, VP, Total Rewards at Akamai Technologies, to explore how AI is changing the conversation around rewards, recognition, performance, and the future of work.As a total rewards leader, Ken is now facing questions that would have seemed unlikely just a few years ago: What is our AI strategy? What outcomes are we trying to drive? How will AI change productivity, performance, and how people are rewarded?His message is clear: AI skills alone should not automatically mean higher pay. The real question is whether AI helps people deliver better outcomes, raise performance, create more value, and help the business move forward.

In this episode of the HR Leaders Podcast On The Road, we sit down with Eric Mosley, Founder and CEO at Workhuman to explore how recognition data, AI, and human insight are changing the way organizations identify their future leaders.Eric shares how Workhuman's new Future Leaders capability uses recognition data, performance data, and AI to identify the people most likely to rise into senior leadership roles years before they are officially promoted.And this is where it gets really interesting.Eric says the strongest signals are not coming from a traditional succession planning form. They are coming from the language people use about each other, the recognition moments that describe how work actually gets done, and the patterns that emerge across billions of human interactions.

In this episode of the HR Leaders Podcast On The Road, we sit down with Jorge Quezada, MBA (He.Him.His), Vice President, Culture & Performance at Granite Construction, to unpack what happens when culture stops being treated as a soft initiative and starts being run as a business driver.Jorge explains why culture is the operating system of an organization, shaping how people think, act, interact, and bring the company's mission, vision, and values to life every day.He shares how Granite is updating its culture for the next 100 years by preserving what makes the company strong, diagnosing what needs to change, and creating the conditions for people to grow, adapt, and perform.Most importantly, Jorge reveals why the future of culture belongs to leaders who stop copying best practices from other companies and start understanding what their own people, business, and operating system actually need.

In this episode of the HR Leaders Podcast On The Road, we sit down with Khalil Smith, VP, Inclusion, Diversity, and Engagement at Akamai Technologies, to unpack what it really takes to build a performance culture where people trust each other enough to speak up, challenge ideas, and grow.Khalil explains why culture is not what leaders say they want, but what the organization actually rewards, and why silence is often the clearest signal that trust has broken down.He shares how leaders can build stronger cultures by creating trust, encouraging healthy disagreement, aligning systems with values, and making recognition and feedback feel honest, specific, and useful.Most importantly, Khalil reveals why the future of culture belongs to organizations that close the gap between what they say and what they reward, creating environments where people can challenge respectfully, perform boldly, and speak up without fear.

In this episode of the HR Leaders Podcast On The Road, we sit down with Peter Andrew Danzig, Senior Advisor, Foundation Culture at Children's Hospital of Philadelphia, to unpack what psychological safety really means beyond the buzzword.Peter explains why psychological safety is not a checklist, policy, or one-time initiative, but a belief system that has to be co-created, practiced, and reinforced through everyday behavior.He shares how leaders can build safer spaces by embracing healthy friction, operationalizing empathy, and creating room for challenge, accountability, apology, repair, and growth.Most importantly, Peter reveals why the future of culture belongs to organizations that stop treating safety as comfort, and start building environments where more people can speak honestly, move through conflict, and still feel seen, heard, and valued.

In this episode of Melting Pot, Payal speaks with marketing strategist and founder of Era of Influence, Brielle Tamez about the evolving creator economy. Brielle shares how her experience in corporate influencer marketing led her to support micro creators, who often have higher engagement despite smaller followings. She explains how success metrics have shifted from follower count to engagement and average views, and highlights the behind-the-scenes role of talent agencies in managing brand deals. The conversation also explores the growing impact of AI, challenges in brand collaborations, and strategies for creators to stand out, such as diversifying content and showcasing product-based storytelling. Overall, the episode offers valuable insights into building sustainable, authentic careers as content creators.Episode live now on all podcast streaming platforms and on YouTube. Creator Economy, Micro Creators, Influencer Marketing, Brand Collaborations, Content Creation Career, Social Media Marketing, Talent Management, Influencer Agency, Era Of Influence, Podcast, Melting Pot#Socialmedia #Influencer #Eraofnfluence #Podcast Hosted on Acast. See acast.com/privacy for more information.

In this episode of the HR Leaders Podcast On The Road, we sit down with Julie A. Stone, Chief Learning Officer, Group VP at TTEC, to unpack what it really takes to bring AI into an organization without losing the human connection, trust, and coaching that actually drive performance.Julie explains why simply training people on AI tools is not enough, and how leaders must help employees understand where, when, and how AI fits into their actual work.She shares how TTEC is using AI to create more time for human coaching, improve guidance in the flow of work, measure coaching effectiveness, and give people safe spaces to practice, learn, and build confidence.Most importantly, Julie reveals why the future of AI transformation belongs to leaders who start with real business problems, bring people along transparently, and redesign work in a way that helps people perform better.

In this episode of the HR Leaders Podcast On The Road, we sit down with Raúl J. Valentín, EVP & Chief Human Resources Officer at ABM Industries, live from Workhuman Live Orlando 2026, to unpack what it really takes to lead a frontline workforce through constant change, AI transformation, and rising employee expectations.Raúl explains why the future of HR is not about choosing between people and technology, but designing systems where people and AI work together to make work faster, fairer, and more human.He shares how ABM is building resilience across a workforce of more than 100,000 team members by focusing on fairness, recognition, manager capability, and helping employees feel seen, heard, and valued wherever they work.Most importantly, Raúl reveals why HR leaders must stop waiting for perfect answers before taking action, and instead create safe ways to launch, learn, improve, and lead transformation in motion.

In this milestone episode, Mark Hayward celebrates reaching the impressive achievement of 600 podcast episodes. Instead of opting for a reflective clip show, Mark decides to impart crucial business wisdom distilled from his vast experience. He emphasizes the ten fundamental pillars that universally underpin successful businesses, regardless of their size or industry. This episode is an invaluable resource for business owners looking to transform their understanding of how enduring enterprises thrive.Sales, according to Mark, is the core lifeline of any business, crucial for survival and growth. He stresses the importance of marketing as an essential tool for product and service visibility. Mark delves into the significance of fostering talent and leadership, highlighting how these elements drive business scalability and sustainability. By focusing on the essentials of finance and operations, Mark ensures that listeners grasp the importance of effective management practices. Throughout the episode, Mark shares insights into strategy execution and maintaining a resilient mindset, rounding off the crucial components required for business success.Key Takeaways:Sales is Oxygen: The backbone of business survival; crucial to prioritize.Consistent Marketing: Essential for visibility and reaching the right audience effectively.Talent and Leadership: Key drivers for business scaling and sustainability.Understanding Finances: Knowledge of numbers is vital to avoiding potential pitfalls.Holistic Strategy: Integrating all fundamentals harmoniously is key to long-term success.SPONSORCEOfriend.ai/offer Use code BGT10 for a month of free access. This awesome tool is an AI-powered advisory platform mentioned for strategic business planning.Unlock critical strategies and timeless advice in this landmark episode and continue your growth journey with more expert-driven insights from Mark Hayward. Don't miss the opportunity to apply these fundamentals to your business's advantage. Listen now!Support the showIf you want to watch the full video of this episode go to:https://www.youtube.com/@markhayward-BizGrowthTalksDo you want to be a guest on multiple podcasts as a service go to:www.podcastintroduction.comFind more details about the podcast and my coaching business on:www.businessgrowthtalks.comFind me onLinkedIn - https://www.linkedin.com/in/mark-hayw...Tik Tok - https://www.tiktok.com/@mjh169183YouTube Shorts - https://www.youtube.com/@markhayward-BizGrowthTalks/shorts

Preparing People and Organizations for the Future of Work. Stephen Shortt brings a blend of insight, strategy, frameworks and humor to help navigate change, embrace opportunities, and thrive in an ever-evolving world.Stephen Shortt is a Career & Talent Strategist working with Career Starters and Career Changers who are looking for their IDEAL Career. Stephen also works with companies that want to select and develop the right leaders for their organizations, using personality profiles and ability-based tools to improve hiring and development decisions. His mission is to make the world a better place with happy people in fulfilling, rewarding careers.Stephen has been fortunate enough to have been the Master of Ceremonies and Panel Moderator for international events in Europe, North America & Asia. He works closely with teams to deliver professional and entertaining conferences with lots of take-home value. Stephen is also an author of Your Future Career, which is an essential guide for students and young professionals navigating their way into the workforce.He is also currently writing Your Next Career, which is a guide for professionals ready to pivot or redefine their paths. Additionally, Stephen is currently in development of writing, Hiring The Right People, which is a practical guide for business leaders, HR professionals, and hiring managers.CONTACT DETAILS: Business: CareerFit / Successful Succession / HAPPY People Project Website: https://stephenshortt.com Social Media AddressLinkedIN - https://www.linkedin.com/in/stephenshortt/ Facebook - https://www.facebook.com/stephenshortt Instagram - https://www.instagram.com/stephenshortt/ YouTube: https://www.youtube.com/@StephenShortt Remember to SUBSCRIBE so you don't miss "Information That You Can Use." Share Just Minding My Business with your family, friends, and colleagues. Engage with us by leaving a review or comment on my Google Business Page. https://g.page/r/CVKSq-IsFaY9EBM/review Your support keeps this podcast going and growing.Visit Just Minding My Business Media™ LLC at https://jmmbmediallc.com/ to learn how we can help you get more visibility on your products and services. 

In this episode of Next in Media, Mike Shields sits down with Andrew Yaffe, CEO of Dude Perfect, to talk about how the iconic trick-shot brand has evolved into one of the most diversified properties in digital media. Eighteen months into the role after a long run at the NBA, Andrew walks through Dude Perfect's three-part strategy of content, products, and experiences — including a 22-city summer tour, middle-grade novel series, new outdoors channel, and experiential concepts. Mike and Andrew dig into why Dude Perfect now looks more like a sports league than a creator business, what made their Xfinity co-created ad the best-performing spot on YouTube, and why reaching the family unit has become one of the most valuable propositions in fragmented media. They also cover YouTube's role in the upfront, the long-form content shift, the wishlist for better cross-platform measurement, and Andrew's reluctant NBA Finals pick. Key Highlights

In this episode of The Impostor Syndrome Files, we talk about improving communication. My guest this week is Yosi Kossowsky, a leadership coach whose journey from engineering and technology to emotional wellness and behavioral neuroscience reshaped not only his career but his relationships, communication and impact as a leader.Yosi shares how early feedback about his leadership style forced him to confront a gap many high performers experience but struggle to name. While his technical abilities came easily, leading people exposed blind spots around self-awareness, emotional regulation and perception. Rather than dismissing that feedback, Yosi leaned into it, eventually immersing himself in emotional wellness therapy, behavioral neuroscience and leadership coaching.In our conversation, we talk about why communication breaks down even when we believe we are being clear, how our brains filter meaning based on past experience and why confirmation, not assumption, is one of the most powerful leadership tools available. Yosi offers a simple yet underused practice that can dramatically reduce misunderstanding, rework and frustration at work.We also explore why resistance to self-reflection remains strong, how stress and cultural division have intensified defensiveness in the workplace and why emotional education remains largely absent from how we develop leaders. Yosi offers practical ways to experiment with new communication behaviors without feeling awkward or confrontational. And he shares why treating leadership growth as a series of small experiments creates lasting change.About My GuestYosi Kossowsky is a seasoned executive coach with over 18 years of experience and a background as a Chief Technology Officer and Senior Director of Talent Management. Yosi specializes in leadership development, personal growth, and effective communication, leveraging neuroscience and organizational development principles. He's helped leaders across the globe navigate complex challenges, build high-performing teams, and drive meaningful change. Get ready to learn actionable strategies to enhance your leadership skills and foster a culture of trust and collaboration.~Connect with Yosi:LinkedIn: https://www.linkedin.com/in/ykossowsky/~Connect with Kim and The Impostor Syndrome Files:Join the free Impostor Syndrome Challenge:https://www.kimmeninger.com/challengeLearn more about the Leading Humans discussion group:https://www.kimmeninger.com/leadinghumansgroupJoin the Slack channel to learn from, connect with and support other professionals: https://forms.gle/Ts4Vg4Nx4HDnTVUC6Join the Facebook group:https://www.facebook.com/groups/leadinghumansSchedule time to speak with Kim Meninger directly about your questions/challenges: https://bookme.name/ExecCareer/strategy-sessionConnect on LinkedIn:https://www.linkedin.com/in/kimmeninger/Website:https://kimmeninger.com

What does it actually take to build a modern talent brand in a world where followers mean less, engagement means more, and creators now hold more power than the platforms and brands trying to use them?In this episode of Building The Brand, James Burtt sits down with Jake Lee, founder of Alpha Talent Group, to unpack what is really happening inside the creator economy, celebrity talent management, and the new rules of influence. From managing major personalities and sports talent to navigating brand deals, reputation risk, platform shifts and long-term career planning, Jake gives a sharp behind-the-scenes view of an industry that many people still misunderstand.Watch more episodes and connect here:https://www.youtube.com/@buildingthebrandofficialhttps://buildingthebrand.co.uk/newsletterJake explains why engagement matters more than follower count, why creators should think like business owners, why LinkedIn is wildly underrated, and why the smartest operators are planning for life beyond the current wave of attention.He also opens up about working with high-profile names including Tommy Fury, how trust is built in the talent world, what brands still get wrong when working with creators, and why the future belongs to people who own their audience rather than just rent attention from traditional media.In this episode, you will hear: • Why owned media has become as powerful as, or more powerful than, traditional media • Why follower count is often a vanity metric and engagement is what really matters • How brands should brief creators if they actually want better content and better ROI • Why talent management today has to go far beyond brand deals • How creators can turn content into a genuine full-time career • Why long-term planning matters for creators, athletes and founders alike • How Alpha Talent Group thinks about trust, reputation and 360 management • Why LinkedIn is one of the most overlooked platforms for creators and public talent • What the future of sports creators looks like ahead of major events like the World Cup • What happens behind the scenes when managing talent through public controversy and career-defining momentsConnect with Jake: KEY MOMENTS:0:00 – Why creator work can now be a genuine full-time career01:07 – Jake Lee on building Alpha Talent Group across entertainment, digital and sport05:32 – Why engagement matters more than audience size09:07 – Has owned media now become more powerful than traditional fame?10:00 – Why creators now hold more power in brand relationships14:30 – How Alpha Talent approaches talent-first dealmaking16:14 – Why the government is now taking creators seriously22:23 – How brands are thinking more about ROI, conversion and performance25:34 – Why the best metric is the one tied to the actual outcome27:52 – Affiliate deals, hybrid deals and the changing economics of creator partnerships30:00 – Why creators need stable income before taking bigger commercial risks32:29 – Setting expectations with talent and treating content like a real profession36:47 – Which platforms are working best right now for creators38:18 – Why LinkedIn may be the most underrated platform in media and talent41:18 – Why athletes and creators need to plan for life after the peak45:15 – The real value of 360 management and trusted advisors49:45 – Why talent agencies should build brand visibility without becoming the talent53:21 – Managing Tommy Fury, public scrutiny and protecting talent through difficult periods59:25 – The business of boxing, showmanship and selling attention01:05:41 – Why Alpha uses a three-month trial contract instead of locking people in01:11:09 – Why the best businesses often win by rejecting lazy industry norms01:12:25 – The milestone moments that made Jake realise the business was real01:21:15 – What Jake is most excited about in the next phase of the creator economy

Qualified professionals are getting rejected for jobs they should absolutely be landing. That's why I wanted to chat with fellow career coach Irina Posan. We've both seen too many smart, ambitious professionals treat interviews like a memory test instead of a strategy exercise. Irina knows this world well as a former HR director and the host of the Career Cravings podcast. In our conversation, we get into why overpreparing can actually hurt your interview performance, how candidates lose clarity under pressure, and what it really takes to stand out in a crowded job market. We also talk about the mindset shifts that matter before you ever apply, including how to get clear on the right role, how to communicate your value without sounding rehearsed, and why hard work alone is not enough if you want to get promoted. Irina shares her Top Five Story Method for interview preparation, plus a powerful reminder that career growth often comes down to visibility, advocacy, and relationships. If you are job searching, preparing for interviews, or trying to position yourself for your next promotion, this is the kind of career advice that can change the way you approach your next move. In this episode, we discuss: • Why do qualified candidates still fail interviews? • How can I stand out in a competitive job market? • What is the best way to prepare for interview questions? • Why does overpreparing make interviews worse? • How do promotions really happen at work? What's one "corporate game" rule you've learned the hard way?

In this episode, we speak with Selina Millstam, who reflects on her career journey from social work to senior HR leadership, driven by a deep curiosity about human behavior. She explores leadership as a “human relating” challenge, the importance of transparency, inclusion, and managing biases, and shares practical insights on well-being, career transitions, and legacy. The conversation also looks ahead to generative AI, emphasizing the need to balance technological progress with a deeply human approach to leadership and organizations.Selina Millstam is an experienced Human Resources and Talent Management executive with a strong track record across the information technology, science and technology, and consulting industries. She specializes in executive and career development, HR consulting, and coaching, helping leaders and organizations navigate growth and transformation. With a Master's degree in Organizational Change from Ashridge Business School, she brings a practical, business-driven approach to developing talent and building effective, future-ready organizations. She is also co-host of the podcast Plain Speaking, alongside Burak Bakkaloglu.Links from the episode: Selina's LinkedIn profileSelina's podcast ‘Plain Speaking by Selina and Burak'Thanks for listening!Visit our homepage at https://disrupt-your-career.comIf you like the podcast, please take a moment to rate it and leave a review in Apple Podcast

In this episode of the HR Leaders Podcast, we sit down with Blair Bennett, Senior Vice President, Global Talent Acquisition at PepsiCo, to unpack how talent acquisition is being completely redefined in the age of AI, hyper-personalization, and constant change.Blair explains why simply adding AI tools into outdated recruitment models doesn't work, and how PepsiCo redesigned its entire talent acquisition operating model to move faster, stay agile, and deliver better outcomes for both the business and candidates.She shares how the function is shifting from execution to strategy, enablement, and intelligence, embedding design thinking, talent intelligence, and co-creation with recruiters to build systems that actually scale.Most importantly, Blair reveals why the future of talent acquisition belongs to leaders who embrace uncertainty, collaboration, and continuous iteration, replacing command-and-control leadership with a model built around problems, not predefined answers.

In dieser Episode des Performance Manager Podcasts sprechen wir mit Prof. Dr. Klaus Möller von der Universität St. Gallen, einem der Herausgeber der Fachzeitschrift Controlling, über den aktuellen Schwerpunkt „Controlling im Sport – Innovative Datennutzungen und Steuerungsansätze". Der Profisport ist längst Big Business – die führenden europäischen Fußballclubs erzielen Umsätze im dreistelligen Millionenbereich, Real Madrid hat 2024 sogar erstmals die Milliardengrenze durchbrochen. Doch der Sport ist nicht nur ein spannendes Geschäftsfeld für Controller, die dort arbeiten. Er ist auch ein faszinierendes Lernfeld für alle Controller, CFOs und IT-Verantwortliche: Volatile Erlöse, Investitionsentscheidungen unter Unsicherheit und mehrdimensionale Leistungsmessung sind Herausforderungen, die der Sport bewältigen muss – und die hochrelevant für alle Branchen sind. Im Gespräch mit Prof. Möller werfen wir einen Blick auf fünf Schwerpunktbeiträge der aktuellen Ausgabe. Raphael Boemelburg und Oliver Gassmann zeigen, wie Sports Analytics durch ganzheitliche Spielerbewertung neue Maßstäbe setzt – jenseits klassischer Kennzahlen wie Punkte oder Tore. Florian Hohmann präsentiert ein integriertes Steuerungsframework für Profifußballklubs, das finanzielle Stabilität, Kaderplanung und Trainer-Performance systematisch verknüpft. Antonio Davila beleuchtet die besondere Rolle von Controllern in der Fußballindustrie mit ihren ganz eigenen Spielregeln. Jörn Littkemann und sein Team analysieren digitale Geschäftsmodelle wie NFTs und Fan Token auf Blockchain-Basis. Und Martina Honsel sowie Ralf Lanwehr entwickeln einen Controlling-Ansatz für Nachwuchsleistungszentren – ein Thema mit hoher Übertragbarkeit auf Talentmanagement in Unternehmen. Der rote Faden durch alle Beiträge: Daten, künstliche Intelligenz und die intelligente Nutzung von Informationen für bessere Steuerungsentscheidungen. Prof. Möller ordnet ein, welche Impulse das Sport-Controlling für Controller in anderen Branchen bietet – und ob der Sport künftig zum Vorreiter für datengetriebenes Performance Management wird. Mehr Informationen zur Zeitschrift Controlling finden Sie unter www.zeitschrift-controlling.de Das kostenlose Probeabo finden Sie unter https://rsw.beck.de/zeitschriften/controlling/controlling-im-probeabo

In this episode of the HR Leaders Podcast, we sit down with Sarah Stary, Vice President Global Head of People and Organisation and Internal Communications at Swisslog Healthcare. Sarah breaks down what it really takes to lead transformation in a complex global business. She explains why standardizing the basics, especially onboarding and recruiting, became a high-impact priority, how her team built global consistency with local nuance, and why too many leaders still get distracted by innovation before fixing the fundamentals.Sarah also shares a more important leadership lesson. Do not rush to prove your value in the first 90 days. Instead, she argues that credibility is built by listening, traveling, understanding culture, and making changes that fit the business you are actually in, not the one you just left. The conversation also explores clear communication, trust-building, team autonomy, shared services, AI adoption, and culture integration inside the broader KUKA group.

Skills-Based Talent Management in 2026 is reshaping how organizations hire, promote, and develop talent. As more employers move away from relying solely on job titles and degrees, the focus is shifting toward demonstrable skills and real-world capability. Let's explore why this change is accelerating, what it means for leaders evaluating performance and potential, and how [...] The post Skills-Based Talent Management in 2026 appeared first on Ken Okel.

In this episode of the HR Leaders Podcast, we sit down with Frederic Patitucci, Chief People & Culture Officer at Philip Morris International, to unpack how one of the world's largest organizations is transforming both its business model and its workforce capabilities at the same time.Frederic explains how PMI's bold shift toward a smoke-free future forced the company to rethink its operating model, moving from a single-product cigarette business to a complex multi-category innovation company spanning consumer technology, healthcare, and new consumer experiences.He shares how this transformation required new skills, new operating structures, and a completely redefined company culture, including codifying the PMI DNA and embedding it directly into hiring, performance management, leadership development, and everyday decision-making.Most importantly, Frederic reveals why the future of HR lies in managing skills instead of jobs, preparing employees for the skills that are rising, and helping people avoid career dead ends before disruption makes those roles obsolete.

In this episode of the HR Leaders Podcast, we sit down with Andre Heinz, Chief People and Culture Officer at Celonis, to unpack what HR leadership really looks like inside a company scaling at rocket speed.Andre explains why growth has no mercy in fast scaling organizations, and why HR must constantly think two to three years ahead while still managing the intense operational demands of today. He shares how Celonis went from 800 to over 3,500 employees, and what it takes to build systems, culture, and talent strategies that actually scale with that kind of speed.Most importantly, he breaks down why HR must act as the guardian of organizational health, protecting the cultural DNA of the company while ensuring talent quality, operational efficiency, and leadership maturity keep pace with the speed of growth.

It is a pleasure to welcome Shruti Sadana as a guest to The Jake's Take with Jacob Elyachar Podcast.  With a rich background both in front of the camera as an actor and behind the scenes in production, Shruti brings a uniquely holistic perspective to managing talent — one that honors the whole person, not just the career.As Co-Founder of Hey Beauti Magazine, a platform rooted in deep and authentic conversations, Shruti partnered with Nicola Haggins to amplify voices and stories that inspire real connection. She produced compelling cover shoots featuring talents like Sarah Shahi, Steve Howey, and Emmanuelle Chriqui, and conducted intimate interviews with stars including Megan Fox, always drawing out the essence beneath the surface.During the pandemic, Shruti Sadana's journey took a powerful turn when she became certified in Quantum NLP Coaching and hypnosis. This transformative training awakened her to the profound power of healing subconscious patterns and aligned her with her soul's true calling. Her purpose deepened further through the Beyond Bulletproof program with Evy Poumpouras, where she embraced a mission to serve artists with fierce intuition, compassion, and integrity.   Known for her intuitive insight, emotional intelligence, and unwavering commitment to her clients, Shruti is a game-changing manager who guides artists to breakthroughs not only professionally but personally — helping them rise as empowered, authentic forces in the industry.  On this edition of The Jake's Take with Jacob Elyachar Podcast, Shruti Sadana spoke about how she launched Unveild Artist Management and how this organization stands out in the entertainment industry's performer and creator management space.Become a supporter of this podcast: https://www.spreaker.com/podcast/jake-s-take-with-jacob-elyachar--4112003/support.

In this episode of the HR Leaders Podcast, we sit down with Carlo Steenvoorden, EVP HR People Services, Analytics & HR AI at KPN, to unpack how a 100+ year old telecom company is moving from legacy HR systems to a fully conversational AI powered employee experience.Carlo explains why KPN made a bold decision to declare that the future of HR interactions is conversational, with systems pushed to the back end and one intelligent interface in front. He shares how reducing human led HR queries from €15–20 per case to cents per prompt unlocked both massive efficiency gains and a better employee experience.Most importantly, he breaks down the real transformation behind the technology, from rebuilding HR team capabilities, to adopting product thinking, to deciding where AI belongs and where humans must stay firmly in the loop.

In this episode of the HR Leaders Podcast, we sit down with Ilja Bitterling, VP Skills Intelligence & Performance Management at Deutsche Telekom, to unpack how large organizations can finally make skills data usable, trusted, and decision ready.Ilja explains why skills intelligence is not about inventories, but about creating a shared language that connects workforce decisions, performance outcomes, and future readiness. He breaks down how Deutsche Telekom moves from fragmented skill signals to clear, comparable insights leaders can actually act on.Most importantly, he shares why performance management and skills cannot live apart anymore, and how organizations that connect them move faster, allocate talent better, and avoid betting the future on outdated role assumptions.

One of our favorite disruptors is back, and she's brought a countdown clock. The boys welcome Quincy Valencia, VP of Talent Transformation at Korn Ferry, for a session that's equal parts biting sarcasm and brutal honesty. Between the inevitable age jokes and college football analogies, Quincy doubles down on her "2026 Reckoning" prediction—a warning that AI isn't actually fixing Talent Acquisition, but rather acting as a high-speed spotlight on the fractured silos and organizational dysfunction we've ignored for decades. While the C-suite chases "pretty dashboards" and faster metrics, the trio explores why accelerating a bad process only leads to mediocre results at record speeds. From the danger of "disposable talent" to the looming leadership shortages of the late 2020s, this episode serves as a sharp wake-up call for any leader hiding behind a tech stack. It's time to find out if your talent strategy is a cohesive ecosystem or just a collection of expensive pilots—before the 2026 deadline forces the issue. Chapters 00:00 - Introduction to Quincy Valencia 02:10 - The Big Reckoning: Predictions for 2026 05:35 - AI's Impact on Organizational Structure 10:00 - The Challenge of Talent Management 12:59 - The Future of Talent Acquisition and AI 18:15 - Building a Talent Ecosystem 19:31 - The State of Talent Acquisition in Enterprises 24:36 - Challenges in Implementing Skills-Based Organizations 27:58 - The Role of Automation in Recruitment 31:44 - Balancing Technology and Human Interaction in Hiring 36:40 - The Big Reckoning in Talent Management

In episode 238, Coffey talks with Joseph Fuller about how skills-based hiring is reshaping recruiting, workforce development, and talent strategy in the age of AI.  They discuss defining skills-based hiring beyond degree proxies; redesigning recruiting and applicant tracking systems; training hiring managers to reduce bias and risk aversion; using AI, simulations, and assessments to evaluate real skills; improving onboarding for nontraditional hires; addressing automation's impact on entry-level roles; balancing degrees, credentials, and experiential learning; and elevating social and learning skills as core capabilities in the future workforce.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP238  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Joseph Fuller is Professor of Management Practice at the Harvard Business School and one of the nation's leading authorities on the future of work. He co-leads the Managing the Future of Work Project at Harvard Business School. He creates research of direct relevance to decision makers in business and government, including the impact of technology and demographic changes on the workforce, the rise of the gig economy, global talent flows, and the emergence of the care economy. The Managing the Future of Work podcast that he co-hosts has been downloaded over 2 million times. He also co-leads the Harvard Project on the Workforce, a collaboration between the Harvard schools of business, government and education. It focuses on issues related to lower skilled workers, including career pathways and the causes of income polarization and occupational segregation.   Prior to joining the faculty, he was a founder, first employee and long-time CEO of the global strategy consulting firm Monitor Group, now Monitor-Deloitte.   Joe is a widely published author. His work has appeared in the Harvard Business Review, the Sloan Management Review, the Wall Street Journal, the Financial Times, the Washington Post and the New York Times.   Joe is a magna cum laude graduate of Harvard College and of Harvard Business School. He is a director of Aera Technology, Hakluyt and Company and Helios Consulting, Chairman of the Board of Trustees of Western Governors University and a Senior Visiting Fellow at the American Enterprise Institute.  Joseph Fuller can be reached at  https://www.hbs.edu/faculty/Pages/profile.aspx?facId=123284  Additional Resources: Charter Workplace Summit 2025: AI and entry-level workers The Future of Work Series: The Effects of AI on Talent Management and Workforce Development - Video | OpenAI Forum MINDWORKS Season 4 Transcripts – Aptima Season 4 transcript under the title “AI and the Future of Work”  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.   Learning Objectives:   Understand what differentiates skills-based hiring from traditional credential-based recruiting Identify practical changes employers must make to hiring processes, interviews, and ATS systems Evaluate when college degrees add value and when alternative signals of capability are more effective 

In this episode of the HR Leaders Podcast, we sit down with Vincent Lecerf, Executive Vice President, Human Resources at Orange, to unpack how purpose, diversity, and skills become real business levers inside a fast moving telecom and technology environment.Vincent explains why serving communities is not brand marketing, it's an operating model, from safer phones for children to digital education for seniors, and why HR must integrate DEI directly into strategy, governance, and incentives, not treat it as a side initiative.Most importantly, he shares how skills expiration, inclusive leadership, and AI acceleration are forcing CHROs to rethink reskilling cycles, leadership accountability, and how change happens with people, not to them.

Learning and development remains a top priority for HR, yet many professionals still struggle to see a clear path forward. Elizabeth S. Egan, Director of Talent Management and Organizational Development at Cerence AI, joins host Nicole Belyna, SHRM-SCP, to explore how personalized learning and development strategies can better support career growth, engagement, and retention. Get guidance for HR leaders focused on building sustainable, people-centered development strategies.  This podcast is approved for .5 PDCs toward SHRM-CP and SHRM-SCP recertification. Listen to the complete episode to get your activity ID at the end. ID expires March 1, 2027.  Subscribe to Honest HR to get the latest episodes, expert insights, and additional resources delivered straight to your inbox: https://shrm.co/voegyz   ---  Explore SHRM's all-new flagships. Content curated by experts. Created for you weekly. Each content journey features engaging podcasts, video, articles, and groundbreaking newsletters tailored to meet your unique needs in your organization and career. Learn More: https://shrm.co/coy63r

In this episode of the HR Leaders Podcast, we sit down with Vincent Dupuis, Vice President HR Digital & AI at Airbus, to unpack how organizations should decide what to automate, what to augment, and what must be protected as AI reshapes work at scale.Vincent explains why augmentation, not replacement, is the real story of AI at work, using powerful analogies to show how AI should extend human capability, not hollow it out. He breaks down how Airbus thinks about freeing people from low value tasks, while deliberately protecting deep expertise, critical thinking, and safety critical knowledge.Most importantly, he shares why ethical governance, human in the loop learning, and robust knowledge roots are non negotiable in environments where quality, trust, and safety define success.

Learn more about Tina at:  https://www.propelmodels.comhttps://www.instagram.com/propelmodels/?next=%2F Show Notes:

In this episode of the HR Leaders Podcast, we sit down with Jayney Howson, SVP Global Workforce Skills & Talent Readiness at ServiceNow , to unpack why “talent readiness” has become a burning platform for companies trying to keep pace with AI, platform adoption, and customer transformation. Jayney shares how ServiceNow builds skills for both its 28,000 employees and the millions of practitioners who power ServiceNow implementations inside the world's largest enterprises, including 85% of the Fortune 500.She explains how ServiceNow built ServiceNow University, an AI powered, hyper personalized learning platform designed around the concept of the “University of You”, where every learner's journey adapts to their context, their role, their skills, and their career aspirations. Jayney breaks down why minimum viable duration, skills profiles, and embedded learning experiences are replacing traditional course catalogs, and why democratizing training (including making it free) unlocks capability at global scale.Most importantly, she shares why transparency, trust, and psychological safety matter more than ever as skills shift, roles evolve, and automation changes the nature of work, and why, if we do this right, the future of work becomes more human, not less.

Why are so many HR leaders experiencing “what just happened?” moments at work - and what does it really take to respond to authoritarian leadership with courage instead of fear? That's the question Kristen Kavanaugh, Leadership Strategist, former Head of DEI and Talent Management at Tesla, explores in this episode of the Digital HR Leaders podcast. In this episode, host David Green sits down with Kristen to unpack what happens when fear quietly becomes the operating system inside organisations, why authoritarian leadership styles are becoming increasingly normalised, and how HR leaders can reclaim their agency in environments shaped by power, pressure, and public leadership behaviour. Tune in and learn: Why fear-based leadership creates short-term gains but long-term damage Why HR leaders often underestimate the agency they actually have How Kristen's Agency Loop framework helps leaders navigate tension, misalignment, and difficult decisions What courageous leadership looks like as AI reshapes roles, skills, and power at work Why HR has a once-in-a-generation opportunity to shape a more humane future of work This episode is sponsored by Worklytics. Worklytics helps leaders understand how work actually happens with data-driven insights into collaboration, productivity and AI adoption. By analysing real work patterns - from meetings to tool usage - they empower teams to work = Learn more at worklytics.co/ai Link to resources: Courage over Fear: Harness the Power of Agency to Lead in Uncertain Times Hosted on Acast. See acast.com/privacy for more information.

Welcome to the first episode of 2026 on The Talent Development Hot Seat Podcast! Join host Andy Storch for a solo deep dive into the six (plus a bonus!) biggest trends shaping talent development this year and beyond.In this episode, Andy Storch shares actionable insights and strategies informed by countless conversations with industry leaders—and even some innovative advising from his custom ChatGPT! Discover what organizations, L&D teams, and individual professionals MUST focus on to thrive in a rapidly evolving workplace.What you'll learn:Why "AI readiness" is about more than just tools—and how to create a growth mindset for tech adoption.The shift from roles to skills: How to actually execute as a skills-based organization (not just talk about it).Career ownership as the new retention strategy—in a world where promotions are slower and organizations are flatter.Coaching at scale: Managers as key drivers of employee engagement, performance, and growth.How L&D professionals can move from content creators to strategic business advisors.The essential role of personal brand—why visibility and reputation inside organizations are now business assets.BONUS: Why human skills will be the ultimate differentiator in a tech-dominated future.This episode is packed with real-world examples, practical frameworks, and resources for anyone responsible for talent development—or those simply interested in owning their career amid change.Grab the quick one-sheet summary of these 2026 trends at:https://talentdevelopmenthotseat.com/Hit ‘Subscribe' for more expert discussions, practical strategies, and future-focused talent development insights!Talent Development, L&D, Learning and Development, Andy Storch, Future of Work, AI Readiness, Career Ownership, Coaching at Scale, Skills-Based Organization, Personal Brand, Employee Engagement, HR Trends, Workplace Innovation, Human Skills, Strategic Advisor, Talent Management, Leadership Development, Career Growth, Professional Development, Organizational Culture, Retention Strategies, Corporate Learning, Amazon, Allstate, BetterUp, ATD PressConnect with Andy:Website: https://andystorch.com/LinkedIn: https://www.linkedin.com/in/andystorch/My books: https://www.amazon.com/stores/Andy-Storch/author/B08NF9QPFY?ref=sr_ntt_srch_lnk_2&qid=1767699536&sr=8-2&shoppingPortalEnabled=true